Employers and staff are navigating lockdown, redundancies, furlough and returning to work, it is a testing time for all concerned. But as employers and staff move to a return to work, now is the time to remember that the same regulations apply when dealing with staff and the main one every employer should brush up on is the Equality Act.

As business is now making critical decisions regarding staff, they must ensure that they are approaching them fairly or the risk of employment claims will be forthcoming. The last thing any business needs right now as it is starting to get back on its feet is a costly legal fees.

The media and public will focus on any business who hasn’t looked after its employees during this time. So, what can a business do to prepare for home working, redundancies or return to work?

As an employer, you need to ensure any decision are made to a level playing field, especially as some other adjustments to your business may have been put in place. Those businesses who have adapted during lockdown to offer remote working, extra team contact to help anxious staff, tweaking of hours or roles etc, examples like these will come into play when adjusting your staffing needs. Ultimately you need to consult with an employee on what they want to do, not make the decision for them.

We outline three ways to make the process clearer for both business and staff below:

Make sure you make decisions carefully. For example, who gets more hours than others or specific shifts. Your staff will talk, so ensure work is evenly distributed.

Involve employees in decision making so you can understand their needs clearly. Don’t make the decision for them, ensure it is a two-way documented conversation

Set up new ways of working that is inclusive and works for everyone, not just for specific groups of employees i.e the young or people who are single.

Pride in People